AnyImmi Prompt Vault — Master prompts for Indian immigration consultants

Subclass 482 (Skills in Demand) — strategy + stream selection

Picks the right TSS / SID stream (Specialist Skills / Core Skills / Labour Agreement) post-December 2024 reform. SBS + Nomination + Visa.

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AustraliaSubclass 482Skills in DemandTSSSBSCSOL

Variables · 77 required

[CLIENT_NAME]Worker namerequired

[EMPLOYER_NAME]Australian employerrequired

[OCCUPATION_TITLE]Position titlerequired

[ANZSCO_CODE]ANZSCO 2021 coderequired

[ANNUAL_SALARY_AUD]Offered annual salary (AUD)required

[WORK_LOCATION]Work location (city + state)required

[WORK_EXPERIENCE_YEARS]Years relevant experiencerequired

On 7 December 2024, the Skills in Demand (SID) visa replaced the previous Subclass 482 Temporary Skill Shortage (TSS) visa structure. The new framework has THREE streams (replacing the old short-term + medium-term split):

  (1) SPECIALIST SKILLS STREAM — for workers earning ≥AUD 135,000 (Specialist Skills Income Threshold / SSIT). Fast-track processing (7-day median target). No occupation list restriction. Direct PR pathway after 2 years.

  (2) CORE SKILLS STREAM — for workers earning ≥AUD 73,150 (Core Skills Income Threshold / CSIT). Must be on Core Skills Occupation List (CSOL). PR pathway available.

  (3) LABOUR AGREEMENT STREAM — for workers under industry / project-specific labour agreements. Bespoke terms.

Three-stage application process:

  Stage 1 — Standard Business Sponsorship (SBS): [EMPLOYER_NAME] must be approved as sponsor (or use Accredited Sponsor pathway)
  Stage 2 — Nomination: [EMPLOYER_NAME] nominates [CLIENT_NAME] for the specific occupation + role
  Stage 3 — Visa application: [CLIENT_NAME] applies for the visa

Draft Subclass 482 (SID) strategy for [CLIENT_NAME] employed at [EMPLOYER_NAME] as [OCCUPATION_TITLE] (ANZSCO [ANZSCO_CODE]) at AUD [ANNUAL_SALARY_AUD] in [WORK_LOCATION].

§1 — STREAM ELIGIBILITY DETERMINATION (200-250 words)

Compare [ANNUAL_SALARY_AUD] to:
  • SSIT (AUD 135,000): if salary ≥ SSIT → Specialist Skills Stream available
  • CSIT (AUD 73,150): if salary ≥ CSIT but < SSIT → Core Skills Stream (with CSOL check)
  • Below CSIT: not eligible for standard SID; consider Labour Agreement OR another visa class

For [ANZSCO_CODE]:
  • If Specialist Skills Stream: any ANZSCO Skill Level 1-3 occupation (no list restriction)
  • If Core Skills Stream: must be on current Core Skills Occupation List (CSOL)
  • Verify [ANZSCO_CODE] is on CSOL at immi.homeaffairs.gov.au

Recommended stream for [CLIENT_NAME]: [Specialist / Core / Labour Agreement]
Justification: [based on salary + ANZSCO + employer context]

Stream advantages:

Specialist Skills (SSIT ≥AUD 135,000):
  • Fastest processing (median 7 days target)
  • No occupation list constraint
  • Direct ENS (186) PR pathway after 2 years
  • Less administrative burden

Core Skills (CSIT ≥AUD 73,150):
  • Wider talent pool eligible
  • CSOL list-based occupation restriction
  • ENS PR pathway after 2 years
  • Standard processing (~1-3 months)

Labour Agreement:
  • Bespoke terms negotiated with DHA
  • Suitable for industry-wide skills shortages, regional employers, specialist projects
  • Slower setup (6-12 months for agreement negotiation)

§2 — SPONSORSHIP REQUIREMENTS (180-220 words)

[EMPLOYER_NAME] requires:

For Standard Business Sponsorship (SBS):
  • Active Australian business registered with ABN
  • Lawfully operating for ≥12 months
  • No adverse history (compliance / labour law)
  • Commitment to recruit Australian workers (Genuine Need + LMT — Labour Market Testing)
  • SAF (Skilling Australians Fund) levy:
    - Small business (turnover <AUD 10M): AUD 1,200/year per nominee
    - Other: AUD 1,800/year per nominee
  • SBS validity: 5 years (auto-extended in some cases)
  • Sponsorship obligations: must keep records 5 years, may be subject to monitoring

For Accredited Sponsor (alternative):
  • Stricter criteria; reserved for established employers with strong compliance history
  • Faster processing for nominations + visas
  • Reduced LMT requirements
  • Annual reporting obligations

For [EMPLOYER_NAME]:
  • Confirm current SBS status (active vs new application)
  • Confirm ANZSCO [ANZSCO_CODE] is within sponsor's scope
  • Calculate SAF levy based on business size

§3 — LABOUR MARKET TESTING (LMT) (180-220 words)

LMT requirement: [EMPLOYER_NAME] must demonstrate genuine attempt to recruit Australian workers before nominating [CLIENT_NAME].

For most ANZSCO occupations:
  • Advertise on at least 3 platforms for at least 28 days
  • One of: Workforce Australia, LinkedIn jobs, Indeed, JobBank, JobActive
  • Including: occupation title, salary, location, contact, role description matching ANZSCO duties
  • Within 6 months of nomination submission

LMT exemptions (verify current):
  • Specialist Skills Stream — generally exempt
  • International Trade Obligations (ITO) under CAFTA, JAEPA, KAFTA, etc.
  • Major investments
  • Some intra-corporate transferees

For [ANZSCO_CODE]: confirm LMT exemption applicable; if not, [EMPLOYER_NAME] must complete LMT before nomination.

§4 — KEY DATES + PROCESSING (130-160 words)

Stage 1 (SBS application): 4-12 weeks for new SBS approval; ongoing for existing
Stage 2 (Nomination): 1-4 weeks
Stage 3 (Visa application):
  • Specialist Skills: 7-day median target
  • Core Skills: 1-3 months
  • Labour Agreement: varies

Visa fees (verify current — December 2024):
  • Specialist Skills: AUD 1,495 (worker)
  • Core Skills: AUD 1,495 (worker)
  • SAF levy paid by employer at nomination
  • Plus spouse / dependents fees (separate calculation)

Visa duration:
  • Specialist Skills: 4 years
  • Core Skills: 4 years (some 2-year if related to short-term)
  • Labour Agreement: per agreement

§5 — POST-VISA PR PATHWAY (60-80 words)

After 2 years of work with [EMPLOYER_NAME] on SID:
  • Subclass 186 Employer Nomination Scheme — Direct Entry / Temporary Residence Transition
  • TRT stream available after 2-3 years (depending on occupation tier)
  • PR with employer sponsorship + nominated occupation
  • Pathways to Australian citizenship after 4 years of legal residence (with PR for 12+ months immediately preceding application)

End with: "DRAFT SUBCLASS 482 (SID) STRATEGY — for MARN-registered agent review. December 2024 reform replaced TSS with SID — verify current stream + threshold figures at immi.homeaffairs.gov.au. SAF levy is non-refundable; [EMPLOYER_NAME] should budget."

Subclass 482 Nomination links the approved Standard Business Sponsor to a specific worker for a specific position. Must satisfy: • Position description matching ANZSCO lead statement + main duties • Genuine position (real role, real need) • LMT compliance (if applicable to stream) • Wage matching AMSR (Annual Market Salary Rate) or applicable Income Threshold (CSIT / SSIT) • Sponsor's continuing compliance with obligations Draft 600-750 word nomination strategy + evidence package for [EMPLOYER_NAME] (ABN [ABN]) nominating [WORKER_NAME] for [POSITION_TITLE] (ANZSCO [ANZSCO_CODE]) at AUD [PROPOSED_SALARY_AUD]. §1 — NOMINATION FORM (Form 1402 / online) (130-160 words) Online via ImmiAccount Sponsor Portal: Section 1 — Sponsor identification: • SBS approval number + validity dates • Sponsor type: Standard Business Sponsor / Accredited Sponsor / Labour Agreement • Business contact details Section 2 — Position details: • Position title: [POSITION_TITLE] • ANZSCO classification: [ANZSCO_CODE] + lead statement • Number of positions being nominated • Position is full-time, permanent / fixed-term (specify) • Location: [WORK_LOCATION] • Reports to: [SUPERVISOR_TITLE] Section 3 — Nominee identification: • [WORKER_NAME] — passport details • Current visa status (if in Australia) • Confirmation of authority to act on behalf of nominee Section 4 — Salary + conditions: • Annual salary: AUD [PROPOSED_SALARY_AUD] • Bonus / commission structure • Other benefits (relocation allowance, accommodation, vehicle) §2 — ANZSCO DUTIES MATCHING (200-250 words) The nominated position MUST substantially align with the ANZSCO [ANZSCO_CODE] lead statement + at least 4-5 of the main duties. Mismatch is the #1 nomination refusal driver. For ANZSCO [ANZSCO_CODE]: Reference the official ANZSCO 2021 lead statement + main duties from www.abs.gov.au. Draft a position description that: • Restates the ANZSCO lead statement (paraphrased, not verbatim) • Specifies 6-8 specific tasks the worker will perform • At least 4-5 tasks should mirror ANZSCO main duties • Includes industry-specific context for [EMPLOYER_NAME] Common ANZSCO mismatches: • Generic role titles ("Manager") with vague duties • IT roles: 261313 Software Engineer vs 261111 ICT Business Analyst — clear distinction needed • Engineering roles: 233211 Civil Engineer vs 233512 Mechanical Engineer • Marketing roles: 225113 Marketing Specialist vs 131114 Public Relations Manager • Healthcare: 254413 Registered Nurse (Aged Care) vs 254418 Registered Nurse (Medical Practice) §3 — GENUINE POSITION EVIDENCE (150-180 words) [EMPLOYER_NAME] must demonstrate the position is a real, ongoing role — not invented for sponsorship. Evidence: • Organisational chart showing position within structure • Job description (formal, dated) • Recent business growth justifying new position • Project pipeline requiring the role • Comparable existing positions filled by Australians or PRs • For new positions: business case for creation • For replacement positions: evidence of departing employee + handover plan For startups + small businesses: • Heightened scrutiny — DHA suspects positions invented for visa purposes • Provide business plan, revenue projections, customer contracts, existing employee headcount • Tax returns showing business activity §4 — LABOUR MARKET TESTING (LMT) EVIDENCE (130-160 words) For Core Skills Stream + most others (verify Specialist Skills exemption): [LMT_PLATFORMS] expanded — each platform must show: • Platform name (LinkedIn Jobs, Indeed, Workforce Australia, JobBank, JobActive, SEEK) • Date posted • Date closed (≥28 days advertising window required) • Job posting URL or screenshot • Salary + location matching nomination • Role description matching ANZSCO LMT timing: • All advertising must close within 6 months of nomination submission • Must include the National Workforce Strategy advert (Workforce Australia) • Two additional platforms minimum (industry-specific OR general) Documentation for nomination: • Screenshot of each advertisement • Date stamps • Number of applicants received per platform • Brief explanation: why no suitable Australian / PR applicant was found §5 — SALARY + AMSR COMPLIANCE (130-160 words) [PROPOSED_SALARY_AUD] must: (a) Meet the applicable Income Threshold (SSIT AUD 135,000 / CSIT AUD 73,150) (b) Match the Annual Market Salary Rate (AMSR) — what an Australian / PR would be paid for the same role at [EMPLOYER_NAME] OR comparable industry rate AMSR evidence: • Existing similar-position Australian employees' salaries (anonymised) • Industry survey data (Hudson, Hays, Robert Half, McGrath Nicol) • Awards / Modern Awards / Enterprise Agreement applicable • Recruitment agency rate data Equal Treatment principle: [WORKER_NAME] must NOT be paid less than an Australian PR doing the same role at the same employer. §6 — DECISION TIMELINE + POST-APPROVAL (60-80 words) Standard processing: • Specialist Skills nomination: 7-14 days • Core Skills nomination: 1-3 months • Labour Agreement: varies If approved: nomination valid 12 months for visa application If refused: 21-day AAT review window OR re-nomination with corrections End with: "DRAFT SUBCLASS 482 NOMINATION — for MARN-registered agent review. ANZSCO duty matching is the highest-leverage variable; mismatched job description vs ANZSCO duties drives most refusals. LMT documentation must be airtight — DHA increasingly audits LMT evidence post-2024 reform."

Subclass 186 Employer Nomination Scheme (ENS) is the primary employer-sponsored permanent residence pathway. Three streams: (1) Direct Entry — workers nominated directly without prior 482/494 visa (2) Temporary Residence Transition (TRT) — workers transitioning from 482/494 after eligible period (typically 2-3 years) (3) Labour Agreement — under industry / project labour agreements This prompt covers Direct Entry stream. Draft 600-750 word Subclass 186 Direct Entry strategy for [CLIENT_NAME]. §1 — DIRECT ENTRY ELIGIBILITY (180-220 words) Direct Entry requires: (a) Approved Nomination by [EMPLOYER_NAME]: • Standard Business Sponsorship (SBS) status • Nominate [CLIENT_NAME] for the specific position • Pay SAF levy (AUD 3,000 - 5,000 depending on business turnover) • Demonstrate genuine need + LMT compliance (b) Applicant criteria: • Aged under 45 at time of visa application (some exemptions) • Nominated occupation on ENS list (Core Skills List + specific 186 list) • Skills assessment by [ASSESSING_AUTHORITY] • At least 3 years post-qualification work experience in nominated occupation • Competent English (PTE 50+ or IELTS 6.0+ each band) • Meet health requirement (PIC 4007) • Meet character requirement (PIC 4001 / s.501) (c) Salary: • At least AMSR (Annual Market Salary Rate) for the position • At least CSIT (AUD 73,150) annually • Some occupations have additional minimum thresholds For [CLIENT_NAME] (age [AGE]) with [OCCUPATION]: • Confirm age <45 (or exemption applies) • Confirm [OCCUPATION] on ENS list • Confirm [PTE_IELTS] meets Competent English threshold • Verify 3+ years post-qualification experience §2 — SKILLS ASSESSMENT BY [ASSESSING_AUTHORITY] (200-250 words) Skills assessment is mandatory for Direct Entry. The assessing authority depends on occupation: Engineering occupations: • Engineers Australia (EA) — multiple streams: - Migration Skills Assessment (MSA) — for non-recognised qualifications - Australian/Washington/Sydney/Dublin Accord — for recognised programs • Process: submit qualifications + work experience + Continuing Professional Development (CPD) • Outcome: Positive Skills Assessment letter • Timeline: 8-16 weeks IT / Computer occupations: • Australian Computer Society (ACS) • Rules: 4-year ICT bachelor's = full points after 2 years AU work; non-ICT bachelor's = 5 years experience deducted; etc. • Common Indian ICT applicants face "5 years deducted" challenges • Timeline: 6-12 weeks Healthcare: • ANMAC (nursing) — registration first, then assessment • AHPRA (allied health) — Pre-Pathways to Registration • Indian nurses: must complete IELTS Academic 7.0+ each band, OET B+ • Timeline: 12-24 weeks Accounting: • CPA Australia / IPA / CA ANZ • Indian CAs (ICAI) need to assess equivalency • Migration Skills Assessment process Other: • VETASSESS — general professional + trade • TRA (Trades Recognition Australia) — for trades • AITSL (Australian Institute for Teaching and School Leadership) — teaching For [ASSESSING_AUTHORITY] = [details]: • Submit application with full documentation • Currently positive skills assessment + valid at visa application §3 — APPLICATION PROCESS (200-250 words) Stage 1 — Employer Nomination ([EMPLOYER_NAME]): • Nomination form (Form 1392) • Standard Business Sponsorship (SBS) status • SAF levy: AUD 3,000 (small business) / AUD 5,000 (other) per nominee × number of years of visa (Direct Entry = 4 years) • LMT evidence (if applicable) • Position description matching ANZSCO duties • Genuine business need evidence • Australian Market Salary Rate evidence Stage 2 — Worker Visa Application ([CLIENT_NAME]): • Form 47 (online via ImmiAccount) • Visa fee: AUD 4,770 (worker) + family members • Documentation: □ Passport □ Photos □ Birth certificate (with English translation if not English) □ Marriage / common-law certificate (if dependent included) □ Children's birth certificates + custody documents □ Police clearances (every country lived 12+ months in last 10 years) □ Health check (BUPA panel doctor) □ Skills assessment letter from [ASSESSING_AUTHORITY] □ English language test ([PTE_IELTS]) □ Detailed work history with reference letters □ Qualifications + transcripts □ Employer reference letters (NOC duties matching) §4 — POST-VISA STATUS (60-80 words) Once granted: • Subclass 186 = PERMANENT RESIDENCE (not temporary) • [CLIENT_NAME] has indefinite right to remain in Australia • Eligible for Medicare, social security (some restrictions for first 2 years) • Path to citizenship after 4 years of legal residence including 12 months as PR immediately preceding citizenship application • Travel right: requires Resident Return Visa (RRV) for re-entry after 5 years §5 — REFUSAL RISKS (60-80 words) Common refusal grounds: • Skills assessment outdated (must be current at visa lodgement) • Inadequate work experience documentation (NOC mismatch) • Health (medical exam reveals condition triggering Public Health Cost Threshold AUD 49,000 over 5 years) • Character (criminal history, military service in specified countries) • Sponsorship withdrawn (employer changes plans before grant) End with: "DRAFT SUBCLASS 186 DIRECT ENTRY STRATEGY — for MARN-registered agent review. Skills assessment validity is the trapdoor — most are valid 3 years from issue. Apply for skills assessment EARLY in the process. Confirm [OCCUPATION] is on the current ENS list at immi.homeaffairs.gov.au."

Subclass 494 Skilled Employer Sponsored Regional (Provisional) is the regional equivalent of Subclass 482. 5-year provisional visa for employees of regional employers. Pathway to Subclass 191 (Permanent Residence — Skilled Regional) after 3 years of work + tax residence in regional Australia. Draft 500-650 word Subclass 494 strategy for [CLIENT_NAME] employed at [REGIONAL_EMPLOYER] in [REGIONAL_LOCATION] as [OCCUPATION]. §1 — DESIGNATED REGIONAL AREA (130-160 words) Designated Regional Area (DRA) includes: • All of Australia EXCEPT: Sydney metropolitan, Melbourne metropolitan, Brisbane metropolitan, Perth metropolitan, Gold Coast metropolitan • Tasmania entirely • All other states + territories: ACT, NT, SA, WA (except Perth metro), TAS • Within other states: significant regional areas Specific [REGIONAL_LOCATION]: • Confirm classification on DHA's Designated Regional Area list • Major regional cities: Adelaide, Hobart, Canberra, Newcastle/Wollongong, Geelong, Sunshine Coast, Cairns • Smaller regional centres benefit from additional points + faster processing For Subclass 494 priority states / regions, additional processing speed. §2 — ELIGIBILITY (200-250 words) For [REGIONAL_EMPLOYER]: • Approved Regional Sponsor (similar to SBS but with regional-specific commitments) • SAF levy: similar to 482 (AUD 1,200-1,800/year per nominee) • Genuine regional position with regional business need For [CLIENT_NAME]: • Aged under 45 at visa application • Skills assessment positive (for occupations on Core Skills Occupation List) • English: PTE 50+ / IELTS 6.0+ overall (Competent English) • Health + character requirements • Salary at or above market rate + Income Threshold (CSIT AUD 73,150) • Commitment to live + work in regional Australia for at least 3 years For [OCCUPATION]: • On Core Skills Occupation List OR on regional-specific occupation list • Some occupations have regional-only eligibility §3 — APPLICATION PROCESS (200-250 words) Stage 1 — Sponsor approval ([REGIONAL_EMPLOYER]): • Apply for Regional Sponsorship status (different from standard SBS) • 5-year approval period • Sponsorship obligations: keep records, no adverse history Stage 2 — Nomination: • [REGIONAL_EMPLOYER] nominates [CLIENT_NAME] for specific position • Position description matching ANZSCO duties for [OCCUPATION] • Regional business need documented • LMT (advertising in regional + general platforms) • SAF levy paid Stage 3 — Worker visa application ([CLIENT_NAME]): • Application via ImmiAccount • Visa fee: AUD 4,420 (worker) • Plus dependents (separate fees) • Documentation similar to Subclass 482 + 186: □ Passport □ Photos □ Skills assessment letter □ Work experience references □ Qualifications + transcripts □ English test □ Health check □ Police clearances □ Commitment to regional residence §4 — VISA CONDITIONS (130-160 words) Subclass 494 visa conditions: Condition 8579: Must live + work + study only in the designated regional area listed at time of grant • Cannot relocate to metro Sydney / Melbourne / Brisbane / Perth / Gold Coast • Can move within designated regional areas (verify with DHA) • Violation = visa cancellation under s.116(1)(b) Condition 8580: Must notify DHA of address changes within 14 days Other standard conditions: • Work only for [REGIONAL_EMPLOYER] (employer-specific) • Specific occupation [OCCUPATION] (occupation-specific) • Wage at or above AMSR §5 — PR PATHWAY VIA SUBCLASS 191 (130-160 words) After 3 years of: • Living in designated regional area • Working in occupation on regional list • Earning ≥AUD 53,900 per year (Regional Income Threshold) • Filing Australian tax returns annually [CLIENT_NAME] becomes eligible for Subclass 191 Skilled Regional (Permanent Residence): • No skills assessment required (already established via 494) • No nomination required (no employer sponsorship needed at PR stage) • Independent of [REGIONAL_EMPLOYER] • PR granted with regional residence + work conditions for 5 more years • Then full unrestricted PR For [CLIENT_NAME]: • Maintain regional residence + work for 3 years (2026-2029) • Apply for Subclass 191 in Year 3-4 (e.g. 2029) • PR granted ~2030 §6 — STATE / TERRITORY NOMINATION VARIANT (40-60 words) Subclass 494 also has a State / Territory Government Nomination stream — alternative to direct employer sponsorship. State nominates [CLIENT_NAME] based on state's specific labour needs. Pathway: similar 3-year regional work commitment → 191 PR. End with: "DRAFT SUBCLASS 494 STRATEGY — for MARN-registered agent review. Confirm [REGIONAL_LOCATION] is on the current Designated Regional Area list at immi.homeaffairs.gov.au. Condition 8579 (regional residence) is strictly enforced — relocation to metro = visa cancellation."

Subclass 400 Temporary Work (Short Stay Specialist) is the flexible short-term work visa. Key advantages: • No employer sponsorship required • No LMT required • Faster processing (1-4 weeks typical) • Up to 6 months for non-ongoing specialist work • Indian applicants common: tech consultants, engineering experts, training delivery, machinery installation Three streams: (1) Highly Specialised Work — non-ongoing, requires highly specialised skills not readily available in Australia (2) Specified Work — specified by Minister (rare, mostly defence/government) (3) Australia's Interest — work in Australia's interest beyond normal commercial considerations Most common Indian applicant: Highly Specialised Work stream. Draft a 500-600 word Subclass 400 strategy for [CLIENT_NAME]. §1 — STREAM SELECTION — HIGHLY SPECIALISED WORK (130-160 words) Reg 400.211 + 400.221: Requirements: (a) Non-ongoing work (project-specific, time-bounded engagement) (b) Highly specialised skills not readily available in Australia (c) Work cannot be easily performed by Australian workers (d) Limited duration appropriate (≤6 months typical) For [CLIENT_NAME] proposing [WORK_DURATION_DAYS] days of work: • If ≤90 days: Subclass 400 fits (no need for 482 sponsorship) • If >90 days to ≤180 days: still Subclass 400 (max 6 months) • If >180 days: 400 not viable; consider 482 [WORK_PURPOSE] expanded: • Specific project / engagement • Specific deliverables • Why a short visit, not ongoing • Why Australian workers can't perform this §2 — SPECIALIST SKILLS JUSTIFICATION (180-220 words) The "highly specialised" criterion is the load-bearing test. DHA needs to be satisfied that: [SPECIALIST_SKILLS]: • Specific technical expertise unique to [CLIENT_NAME]'s background • OR specific product knowledge tied to overseas equipment / software • OR specific methodology not available in Australian workforce Examples of "highly specialised work": • Foreign equipment installation by manufacturer's certified technician (e.g. Hitachi crane assembly, Siemens turbine installation) • Specialised software customisation by original developer • Niche scientific research collaboration • International technology transfer training • Specific intellectual property knowledge NOT typically "highly specialised" (would require 482): • General software development • Standard business consulting • Ongoing service delivery • Recurring engagements at same client For [CLIENT_NAME]: • Detail the specific technical / IP / methodology element • Why [CLIENT_NAME]'s background uniquely qualifies (years of specific experience, certifications, relationship to overseas employer/manufacturer) • Why an Australian alternative isn't feasible (typically: ongoing relationship with overseas employer that an Australian recruit couldn't replicate) §3 — AUSTRALIAN CLIENT / ENGAGEMENT (130-160 words) [AUSTRALIAN_CLIENT]: • Australian business engaging [CLIENT_NAME] (or [CLIENT_NAME]'s overseas employer) • Project scope + timeline • Specific deliverables • Compensation (if applicable — for technicians often paid by overseas employer; for consultants by Australian client) • Letter of invitation / contract documenting the engagement Documentation: • Letter from [AUSTRALIAN_CLIENT] on letterhead confirming: - Engagement purpose - Specific work - Duration - That work cannot be performed by Australian workers - Coordination with overseas employer (if applicable) • Project scope document • Existing contract between [AUSTRALIAN_CLIENT] and overseas employer (if applicable) §4 — APPLICATION (130-160 words) Online via ImmiAccount: □ Form 1400 — Subclass 400 application □ Application fee: AUD 405 (revised; verify) □ Supporting documents: □ Passport □ Photos □ Letter of invitation from Australian engagement □ CV / resume highlighting specialist skills □ Qualifications + certifications relevant to the specialist work □ Evidence of work for overseas employer □ Travel itinerary □ Financial capacity (sponsor / overseas employer cover costs) □ No health check unless from designated country with extended stay □ Character clearance: AFP police check + police clearances from countries lived in 12+ months in last 10 years §5 — VISA CONDITIONS (60-80 words) Subclass 400 visa conditions: • Work only for the engagement described • Stay only up to authorised period • No bringing dependents on this visa (separate Subclass 600 for family if accompanying) • Cannot study in Australia • Cannot access Medicare §6 — REFUSAL RISKS (40-60 words) Common refusal grounds: • "Not highly specialised" — work is routine consulting / standard business • Ongoing engagement pattern (rejected for repeat-use of 400 for what should be 482) • Insufficient specialist credentials • Indication of intent to extend / convert to other visa End with: "DRAFT SUBCLASS 400 STRATEGY — for MARN-registered agent review. Subclass 400 is single-use; pattern of repeat applications for same client typically triggers refusal. If ongoing engagement expected, recommend Subclass 482 instead. Verify visa fee at immi.homeaffairs.gov.au — adjusts annually."

Designated Area Migration Agreement (DAMA) is a region-specific labour agreement that allows employers in designated DAMA regions to access concessions beyond standard 482 sponsorship: • Lower English language thresholds • Lower salary requirements (region-specific) • Occupations not on standard CSOL • Two-step pathway to PR (specific to DAMA) • Faster processing for some categories Active DAMA regions (verify current): • Northern Territory DAMA (whole NT) • South Australia Regional DAMA (most of SA outside Adelaide metro) • South West WA DAMA • Pilbara WA DAMA • Goldfields WA DAMA • Central QLD DAMA • Cairns DAMA • Townsville DAMA • Other regional state-specific DAMAs Each DAMA has unique occupation list + concessions. Draft a DAMA strategy for [CLIENT_NAME] proposed for [OCCUPATION] in [DAMA_REGION] with [EMPLOYER_NAME]. §1 — DAMA REGION ELIGIBILITY (180-220 words) [DAMA_REGION] specific: • Verify which Local Government Area (LGA) the DAMA covers • DAMA designation period (typically 5 years, renewable) • Number of nominations allowed annually • Specific occupations on DAMA list (different from CSOL) For [EMPLOYER_NAME]: • Must be located in DAMA region • Must be endorsed by Regional Authority (typically a council, regional development authority, or industry chamber) • Endorsement process: separate from 482 SBS • Endorsement requires: business operations evidence, labour needs documentation, commitment to local hiring For [CLIENT_NAME]: • [OCCUPATION] must be on DAMA-specific occupation list • If on list: enjoy concessions: - English language: PTE 30+ instead of PTE 50+ (varies by DAMA) - Salary: lower than standard CSIT (some occupations as low as AUD 53,900) - Age: some flexibility on under-45 rule for 186 PR pathway • PR pathway: typically Subclass 186 ENS Direct Entry via DAMA route, OR Subclass 191 via 494 pathway §2 — TWO-STAGE NOMINATION PROCESS (200-250 words) Stage 1 — Regional Endorsement: Submit endorsement application to [DAMA_REGION] Regional Authority: • Employer business operations evidence • Labour needs analysis • Inability to recruit Australian / PR workers locally • Salary alignment with DAMA concessions (still must meet AMSR for the role) • Commitment to local Australian hiring goals Authority issues Endorsement Letter — required for next stage. Stage 2 — Subclass 482 (or 494) Nomination + Visa: • [EMPLOYER_NAME] submits 482 nomination with DAMA endorsement • DHA processes within DAMA framework (concessions applied) • Worker applies for visa with employer nomination For [CLIENT_NAME]: • Verify [OCCUPATION] on [DAMA_REGION] occupation list • Verify [EMPLOYER_NAME] eligible for endorsement (operations in DAMA region, ABN, business activity) • Verify salary alignment (lower than CSIT but still industry-appropriate) §3 — CONCESSIONS SUMMARY (per DAMA) (180-220 words) NT DAMA: • 100+ occupations not on standard CSOL • English: minimum Vocational English (IELTS 5.0 / PTE 36) — lower than standard • Age: Direct Entry 186 PR pathway available for some occupations under 50 SA Regional DAMA: • Occupations include hospitality, agriculture, food services • Salary concessions for entry-level skilled • PR pathway via Subclass 191 WA Goldfields / Pilbara DAMA: • Mining-specific occupations • Drilling, processing, plant operations • Salary concessions For [DAMA_REGION]: • Identify specific concessions applicable • Identify minimum English requirement • Identify salary floor • Identify PR pathway timeline §4 — APPLICATION TIMELINE (130-160 words) • Stage 1 (endorsement): 4-12 weeks (varies by authority) • Stage 2 (nomination + visa): 1-3 months • Total: 3-6 months for visa grant For [EMPLOYER_NAME] new to DAMA: • Sponsorship + endorsement processes run in parallel • Endorsement valid 12 months for nomination • Once first DAMA-endorsed worker arrives, [EMPLOYER_NAME] establishes track record for faster subsequent applications §5 — PR PATHWAY UNDER DAMA (60-80 words) After 2-3 years working in DAMA region: • Subclass 191 Permanent Residence — Skilled Regional (if entered via 494) • Subclass 186 ENS Direct Entry (if employer continues sponsorship + worker meets standard 186 criteria — some concessions remain) • Specific DAMA-specific PR pathway (varies by region) For [CLIENT_NAME]: • Commit to 3-year regional residence + work • Maintain qualifying employment with [EMPLOYER_NAME] or another DAMA-eligible employer • Build PR application package (skills assessment, English, etc.) §6 — KEY INDIAN APPLICANT CONSIDERATIONS (40-60 words) • DAMA often the only pathway for Indian applicants in occupations not on standard CSOL (hospitality, cooks, drivers) • Lower English threshold helps non-IELTS-strong applicants • Regional location may be challenging for cultural integration; assess community presence End with: "DRAFT DAMA STRATEGY — for MARN-registered agent review. Each DAMA has unique occupation lists + concessions; verify against the specific DAMA's website and the Regional Authority's endorsement guidelines. DAMA endorsement is the load-bearing variable; without it, no visa pathway."

Migration Act 1958 s.140H + Migration Regulations 1994 Subdivision 2.19 establish sponsor obligations. Breaches carry administrative sanctions, civil penalties (up to AUD 13,200 per breach), and potential criminal liability. Sponsor obligations are PERPETUAL during sponsorship period (5 years from SBS approval) + 2 years post-sponsorship. Draft 500-600 word sponsor compliance brief for [EMPLOYER_NAME] (Sponsor Type: [SPONSOR_TYPE]). §1 — RECORDS OBLIGATIONS (s.140H + Reg 2.84) (130-160 words) Maintain records for: • Each nominated worker (visa application + visa grant + visa conditions) • Each nomination (position description + ANZSCO matching + LMT evidence) • Salary, allowances, deductions • Hours worked • Tax withholdings (Pay-As-You-Go) • Superannuation contributions • Health insurance (OSHC for SC500 dependents, private cover for 482 dependents) • Workplace health and safety incidents • Training delivered Records retention: • 5 years from creation • Available for DHA monitoring inspections • Available for ABN-issuing authority audits For [EMPLOYER_NAME] with [VISA_NOMINEES_COUNT] current nominees: ensure record-keeping system covers all. §2 — EQUAL TREATMENT OBLIGATION (s.140H + reg 2.86) (100-130 words) [EMPLOYER_NAME] must NOT: • Pay sponsored workers less than Australian/PR workers performing same role • Subject sponsored workers to worse conditions than Australian/PR workers • Charge recruitment fees to sponsored workers • Require sponsored workers to pay relocation costs that Australians wouldn't pay • Discriminate against sponsored workers in promotion, training, other workplace decisions The "no less favourable" rule applies to: • Salary • Hours • Leave • Conditions • Career progression • Training opportunities Breach examples: • Charging worker AUD 5,000 for "visa processing" • Paying 482 worker AUD 60,000 when comparable Australian earns AUD 75,000 • Restricting 482 worker's training while offering it to PR employees §3 — REPORTING OBLIGATIONS (Reg 2.85) (130-160 words) [EMPLOYER_NAME] must notify DHA within prescribed periods of: Worker-specific events: • Worker ceases employment with sponsor: within 28 days (Form 1019) • Worker changes work location: within 14 days • Worker dies: within 28 days • Worker has criminal proceedings: as required by regulation Sponsor-specific events: • Change of legal status (e.g. business sold): within 28 days • Change of address: within 14 days • Sponsor breach noted: notify DHA • Worker's visa is cancelled: within 28 days Failure to report = enforcement action. §4 — COOPERATION + MONITORING OBLIGATION (s.140K) (80-100 words) [EMPLOYER_NAME] must: • Cooperate with DHA monitoring inspections (announced or unannounced) • Provide documents requested by DHA officers • Allow site visits during normal business hours • Respond to s.140K notices within prescribed time • Maintain accurate records for DHA review Inspectors can: • Enter business premises • Inspect records • Interview workers • Issue notices for additional information §5 — TRAINING + COMPLIANCE OBLIGATIONS (130-160 words) For non-Accredited Sponsors: • Annual contribution to training Australian workers • Either: (a) 1% of payroll on Australian workforce training, OR (b) Contribution to industry training fund equivalent to 2% of payroll • Records of training delivered Accredited Sponsors: • Higher training obligation • Specific reporting requirements SAF levy (post-2018 reform): • Replaces training contribution for most sponsors • Paid at nomination ($1,200-$1,800 per nominee per year of visa) • Non-refundable §6 — BREACH CONSEQUENCES (40-60 words) Sanctions for breach: • Administrative warnings • Civil penalties up to AUD 13,200 per breach • Sponsorship cancellation • Bar from future sponsorship (1-5 years) • Criminal prosecution for serious cases (e.g. exploitation) §7 — SPONSOR COMPLIANCE CHECKLIST (40-60 words) □ Records system covering all sponsored workers □ Annual training contribution OR SAF levy paid □ Equal treatment policy in place □ Reporting process for worker / sponsor events □ Cooperation procedures for DHA inspections □ HR familiar with obligations End with: "DRAFT SPONSOR OBLIGATIONS BRIEF — for [EMPLOYER_NAME] and HR / migration counsel review. Civil penalty exposure is AUD 13,200 per breach; pattern of breaches can trigger sponsorship cancellation + 5-year future sponsorship bar. Annual compliance audit recommended for sponsors with >5 active nominees."

Australia

Subclass 482 (Skills in Demand) — strategy + stream selection

Subclass 482 Nomination — employer-side form + LMT evidence

Subclass 186 Employer Nomination Scheme — Direct Entry stream

Subclass 494 Skilled Employer Sponsored Regional (Provisional)

Subclass 400 Temporary Work (Short Stay Specialist)

DAMA — Designated Area Migration Agreement strategy

Sponsor obligations under s.140H Migration Act